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Primus Solicitors is a national law firm. We act for clients across the UK from our Manchester office, by phone, video or in person. If you have been dismissed and believe it was unfair, we assess the claim quickly, explain what it is worth and run it for you.
What counts as unfair dismissal
A dismissal is unfair unless your employer had a fair reason (conduct, capability, redundancy, illegality or some other substantial reason) and acted reasonably in dismissing you for it, including following a fair procedure. Dismissal for certain reasons is automatically unfair, for example pregnancy, whistleblowing, asserting a statutory right or taking part in lawful industrial action.
Related claims we bring alongside or instead:
- Wrongful dismissal: dismissal in breach of contract, usually without proper notice.
- Constructive dismissal: you resigned because your employer's conduct made it impossible to stay.
- Discrimination: where the real reason relates to a protected characteristic. No qualifying period applies.
Who can claim
- Employees (not most self-employed contractors) with the qualifying service: two years for dismissals up to 31 December 2026, six months for dismissals from 1 January 2027.
- Automatically unfair and discrimination claims need no qualifying period.
- The claim must be started within six months less one day of the dismissal (three months if the dismissal was before 1 October 2026), after Acas early conciliation, which pauses the clock.
What you can recover
- A basic award, calculated like statutory redundancy pay from your age, length of service and weekly pay.
- A compensatory award for lost earnings, benefits and pension, and the loss of statutory rights. For dismissals up to 31 December 2026 this is capped at the lower of 52 weeks' gross pay or £123,543; the cap is removed for dismissals from 1 January 2027. Reductions can apply if you contributed to the dismissal or would have been dismissed fairly anyway.
- Reinstatement or re-engagement in a small number of cases.
How we work
- First consultation (£80 for half an hour, £200 for an hour). We review the dismissal letter, your contract and the process, and tell you whether the claim is worth bringing, its likely value and cost.
- Acas early conciliation. We notify Acas and negotiate for you. Many claims settle here.
- Tribunal claim (ET1). If it does not settle, we draft and issue the claim and deal with the employer's response, disclosure, witness statements and the schedule of loss.
- Hearing. We prepare you and instruct a barrister where that is the best use of your money. See employment tribunal representation.
What it costs
Typical costs for bringing an unfair or wrongful dismissal claim, by complexity, are on our fees page. We give a written estimate before each stage.
Questions people ask
I was dismissed with less than two years' service. Can I do anything?
Possibly. Check whether the reason was automatically unfair or discriminatory, whether you were given the notice your contract requires (wrongful dismissal), and whether you were owed wages or holiday pay. From 1 January 2027 the qualifying period is six months.
Should I appeal internally first?
Usually yes: appeal in writing within the time your employer's procedure allows. It does not stop the tribunal clock, so contact Acas at the same time if the deadline is close.
Will I have to go to a hearing?
Most claims settle before a hearing. If yours does not, we prepare you thoroughly and are with you on the day.
Ask a question
Not sure where you stand? Ask a solicitor and we will reply by phone or email, or send an enquiry for a free initial assessment.
